You can read the full case summary below:. Lucey ; Gillin, Jacobson, Ellis. A few months into her employment, Olsen claimed that her supervisor, the son of the owner, began sexually harassing her and continued the harassment for nearly two years. The nature of the harassment consisted of vulgar language, requests for sex, innuendos and physical touching. The first time that Olsen complained to the owner, the owner verbally warned the supervisor. However, the harassment continued and subsequent complaints by Olsen were not addressed by the owner.
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Check here frequently for new sexual harassment and employment law California Supreme Court decisions. Note: Viewing the opinions below may require Adobe Reader. Supreme Court Arbitration Related Decisions. Harris v. S - "Under the FEHA, when a jury finds that unlawful discrimination was a substantial factor motivating a termination of employment, and when the employer proves it would have made the same decision absent such discrimination, a court may not award damages, backpay, or an order of reinstatement.
This definition includes many forms of offensive behavior and includes gender-based harassment of a person of the same sex as the harasser, and actions that subject co-workers to a hostile work environment. If you are experiencing harassment in the workplace, know that you have options and support when you decide to come forward. Employers with more than 50 employees are required to provide two hours of sexual harassment prevention training to all supervisory employees every two years. Skip to main content.